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1. Introductory Language and Policies
1.1 Ethics Code
RBC Enterprises conducts business honestly and ethically wherever operations are maintained. We strive to continuously improve the quality of our services, products, and operations while maintaining a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. As representatives of RBC Enterprises, our managers and employees are expected to maintain high standards of business and personal integrity.
We expect that officers, directors, and employees will not knowingly misrepresent the Company and will not speak on behalf of the Company unless specifically authorized. The confidentiality of trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) about the Company or operations, or that of our customers or partners, is to be treated with discretion and only disseminated on a need-to-know basis (see policies relating to privacy).
Violation of the Code of Ethics can result in discipline, up to and including termination of employment. The degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical violation and whether or not the violator cooperated in any subsequent investigation.
1.2 Mission Statement
The companies of RBC Enterprises, Inc. – Detroit Steel Processing and Detroit Tubing Mill – are committed to:
- Understand the requirements and expectations of the customer
- Deliver reliable on-time, high quality products and services
- Continually Improve
1.3 At-Will Employment
Your employment with RBC Enterprises is on an “at-will” basis. This means your employment may be terminated at any time with or without notice and with or without cause. Likewise, we respect your right to leave RBC Enterprises at any time with or without notice and with or without cause.
Nothing in this handbook or any other RBC Enterprises document should be understood as creating a contract, as guaranteed or continued employment, as a right to termination only “for cause,” or as any other guarantee of continued benefits or employment. Only the President has the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by the President.
If a written contract between you and RBC Enterprises is inconsistent with this handbook, the written contract is controlling.
1.4 Handbook Revisions
This handbook is our attempt to keep you informed of the terms and conditions of your employment, including RBC Enterprises policies and procedures. The handbook is not a contract. The Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written supplement to the handbook or in a posting on company bulletin boards.